Gruntled - Why Recruiters Should Be Happy in Today's Staffing RealityWhat Danny shares in Gruntled is a contemporary approach to the craft of recruiting by unleashing all the positives that this marketplace has to offer, waiting to be discovered by those who are willing to capture it.

When you or I put off doing something, we are clarifying our values; when your clients do it, they are craven cowards unable to make simple hiring decisions! In our many training seminars and retreats and nearly every day in our online Ask Danny section, the frustrated recruiter wants to know why?

In this meeting Danny will lay out the logic behind his partner's agreement. He will discuss how he structured it, the legal and accounting reasons why it works, and what you can learn from mistakes he made when he became one of the first owners in the country to offer an ongoing "Partner Career Track" to his recruiters.

Best of Ask Danny - Volume 2Many say that the most popular part of Danny Cahill's interactive website are the ongoing "ASK DANNYs". A recruiter's day is full of tough decisions and judgment calls. Every week the industry's guru tackles those pressing situations.

Harper's Rules: A Recruiter's Guide to Finding a Dream Job and the Right Relationship

Ever notice that the rules of love and the rules of work are the same?

They are! An interview is a date, leaving a job is a break up, severance is alimony. And in Harper's Rules, Danny Cahill delivers clear-cut strategies for getting a job and building a career, and shows how those strategies can apply to your personal relationships.

Your candidate seemed serious. They sent their resume. They complained about their job so much it was getting depressing to talk to them. They got excited when you prepped them. The follow up call was a dream.

Lots of our members track numbers and share them with Danny and the numbers are clear. Senior recruiters are getting less sendouts and sending more resumes. Their ratios are down, and they are expending more energy than ever to get the same or lesser results, at the exact time in their careers when their energies are uneven and erratic. Uh oh...

Anyone can take a work order. How many of us create a lasting impression that keeps the customer coming back again and again? Many times, recruiting and operations play a reactive role – they receive requisitions, source, assess, and manage the hiring process. In the meantime, sales aggressively pursue new opportunities by making presentation after presentation.

The good news: The market’s hot, job orders are plentiful and we’re all getting rich working half as hard. The bad news: These same conditions are a breeding ground for bad behavior from placed candidates.

Is this economy recovered? Is this your Opportunity? Should you hire a ton of people or wait another couple of quarters? And if you do and then they have all kinds of job offers and won't take your base did you make a mistake? (Uh, yes!)

Don’t get us wrong. We’ll take some luck. But as you think about your last few deals, how many were part of a strategy, and how many did you fall into as part of your overall approach of Frenzied Desperation?!

I spoke with dozens of hiring managers in corporate America who told me horror stories about recruiter experiences. They had some nice things to say, but they became especially animated and prolific when I asked them to share their gripes...

We spend a lot of time recruiting, interviewing, prepping, and debriefing. We've been trained and continue to perfect those skills. But what about the delivery of the actual offer? Should you do it or let your client?

Disclaimer: This is not a session for those who love managing. If you have a tenured, dedicated staff who eagerly await Boss's Day to shower you with gifts and dump Gatorade over your head, don't bother with this web meeting.

Don't look now but that OTHER candidate is back! He's been gone for two years due to the recession but he's back and he's ready to make a move. Maybe. But it has to be on his terms. And he's not going cheap.

So let’s assess the damage. Thirty percent of our industry is gone and industry analysts predict the casualty rate will go higher before the market fully recovers. The good news is you’re still in the game. You’re a fighter and you’ll outwork this market. At least that’s the story you keep telling yourself. More calls, more phone time. If I just make enough calls...

... She needs to see you. Right now. She's crying. She can't do this anymore. She's confused. She's been a producer. She's thinking of leaving. She wants to stay. Every deal she touches is toxic. She's hysterical.

In this meeting, Amy Williams (Danny's Training Director for his firm, Hobson Associates) will review the structure of Danny's Relationship Recruiting Call. We will then drill down on several key principals, all simultaneously in play when we are approaching and qualifying candidates.

It is tempting to take every conversation at face value with surface objections. Digging deep and finding true objections is what separates the great recruiters from the recruiters with chronic broken hearts.

The most ethical recruiters see an increase in their production over time from doing the right thing. The recruiter who makes an expedient choice to close a deal or pay some bills, has a very short career.

Lessons Learned from the Dating World that will increase your Billings...and maybe a few recruiting lessons that will get you more dates. Of all the metaphors recruiters use to close deals, none is more central to our business than the "relationship metaphor".

Customers are won and customers are lost on a very basic activity - follow up. You can do everything right from having the best presentation to the most qualified resources and then lose the business based on follow up. What do you do after your meeting? What do you do when the client says "No thank you"?

P>Is it a small world after all like the song says? Networking is a personal thing, but it is a critical tool in making placements. Your ability to make and leverage your contacts is vital to your success.

Recruiters think of non-competes as the occasional thorn in their side when working in a niche. But like drug tests, background checks, and social media "due diligence", in the Candidate Demand Market that is upon us, Non-Competes will proliferate.

I know you don't like to do them, and you know you don't like to do them. They're long and boring and everyone says the same thing and nobody is telling the truth and some people won't give you any info and companies prefer to do their own...

Okay what gives? The market has never been hotter, baby boomers are dropping like flies, the stock market is at record levels, all our companies are hiring and hemorrhaging people and yet...Fee Cutting is at an All Time High!!

You send your candidate, the company rejects them. (and by default, you). You send your candidate, they reject an offer. (and by default, you). You choose not to send, and they get the job via another firm. (by DUH-fault you)

“Okay, let me see if I got this straight. My average fee is 18K, and yours is 45K so I have to make 2.5 deals to every one of yours. We sit next to each other, you have a headset and the same computer tools, and we are in the same niche. So why am I struggling to pay my mortgage and you are going tanning at lunch so you have a base before you go to Aruba?

Why I am going to make more money in the next 5 years than anyone listening to this webcast

We are entering a perfect storm in the recruiting world. The market is heating up, competition is low, and we are skilled and tough post recession. We are as they say, in the right place at the right time. But what got us here won’t get us where we need to go.

Danny believes it is harder to get established as a recruiter now than it used to be “back in the day.” Once upon a time, you had to learn how to sell, and then how to apply those sales skills to methodology of making placements.

Job Order Centric In A Candidate Driven MarketDanny does a lot of traveling around the country training top recruiters, and all he hears lately is, “It’s a Candidate Driven Market”. People are still talking about a bad economic market and fears of a double dip.$119.99